Change driven by nature: A meta-analytic review of the proactive personality literature

By Bryan Fuller, Laura E. Marler. 2009

866 citations recorded by the source corpus.

Subfields: Education, Management of Technology and Innovation, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e39dc3631198af1845ebd61b69238cb371a351e9

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Citations in the corpus

Voice, creativity, and big five personality traits: A meta-analysis (2018, background): “People with high levels of Openness have an increased tendency to share knowledge (Cabrera, Collins, & Salgando, 2006) and are more proactive and mindful in their social environment (Fuller & Marler, 2009; Krasman, 2010).”
Effective and sustained proactivity in the workplace: A self-determination theory perspective (2014, background): “First, the greater opportunity for psychological needs satisfaction created by autonomously motivated proactivity may be a mechanism for the well-established relationship between proactivity and job performance (Fuller & Marler, 2009).”
Leader-follower congruence in proactive personality and work outcomes: The mediating role of leader-member exchange (2012, methodology): “analysis by Fuller and Marler [2009]), job perfor-”
The five-factor model of personality traits and organizational citizenship behaviors: a meta-analysis. (2011, positive): “In addition, we link both Openness and Extraversion, given their commonality around proactivity (Fuller & Marler, 2009), with change-oriented citizenship (OCB-CH).”
Transformational leadership and employee performance: The role of identification, engagement and proactive personality (2019, background): “with these changing environments and remain competitive, organizations need to adopt proactive, change-oriented behaviors (Fuller and Marler, 2009).”
Career competencies and job crafting: How proactive employees influence their well-being (2016, background): “A meta-analysis by Fuller and Marler (2009) indicated that proactive personality is related to objective and subjective career success, as well as to employability-related outcomes, including career self-efficacy and learning orientation.”
Proactive motivation and engagement in career behaviors: Investigating direct, mediated, and moderated effects (2013, background): “…the relation of proactive career behaviors, such as networking or career initiative, with objective and subjective career successes (Fuller & Marler, 2009), which makes it imperative to better understand why and when people are more or less likely to be actively engaged in career management.”
Examination of the Relationships Between Servant Leadership, Organizational Commitment, and Voice and Antisocial Behaviors (2015, background): “Lapointe, C. Vandenberghe motivation (Fuller and Marler 2009) and may thus be more inclined to make suggestions to improve organizational functioning (i.e., through voice behaviors; Morrison 2011; Van Dyne and LePine 1998) when experiencing affective commitment.”